Consulting - Career Mobility

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Career Options

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TALENTMAPPING® Model

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Career Mobility and Career Pathing Design
& Development

The best approach to Career Pathing is to develop and maintain a strategic and future oriented view of the talent requirements for your organization. Once developed, it is critical to communicate this information to your workforce timely using multiple communication strategies in addition to integrating with your existing Human Resource systems. Seeing the entire system – what it takes to run your business - builds commitment and loyalty and gives individuals and managers the information they need to build and align their talents with the needs of your organization. “Career mobility and advancement options” are key retention factors of an organization. If your people can see multiple options to grow and build their careers they’ll stay with you and contribute fully.

TALENTMAPPING® - Strategic Career Pathing Services

Redeployment Strategy & Implementation

TALENTMAPPING® - Strategic Career Pathing Services
Our approach to Career Pathing is called TalentMapping®. Working closely with your Human Resource partners, key stakeholders, functional area champions and subject matter experts, we will help you design an integrative career/ talent management system. Aligned with the mission and strategic intent of your organization, we’ll work with you to identify, clarify, and communicate your talent requirements. Key elements of our process include:

Strategic Workforce Planning/Alignment

Build and align with yiour organization's mission and strategies
Identify the trends that will shift talent requirements in the future
Determine core professions/ job families required for organizational success
Identify key stakeholders and positions throughout the organization

Competency Development

Develop and/or customize robust competency models (See our CareerFit™ model)
    - Develop profession-centered "functional" or "technical"
      competency models
    - Develop or clarify "business" competencies
    - Develop or clarify "leadership" and "team" competency models
Identify behavior strengths
Develop functional accomplishments required for success
Determine development experiences to build bench strength
Link competencies to your existing resources for development
Identify other key qualifications – software skills, certifications, etc.
Identify educational requirements

Job/Position Profile Development - using web-based consensus building technology

Build consensus on elements of key positions
Build profession-centered position profiles

Communication - Career Pathing Information

Communicate this information to your workforce powerfully – in the context of your broader career development initiatives. See Career Portals

This information will align and motivate your workforce. It will enable managers to more easily develop succession plans and have meaningful performance and career development discussions. It will allow your people to see future options an enable them to build a career in your organization. This conceptual framework will enable you to integrate a variety of your existing Talent Management Systems. Contact us to learn more about our approach.

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Redeployment Strategy & Implementation
Proactive and aggressive redeployment/mobility initiatives make solid business sense. A case can be made both qualitatively and quantitatively in terms of initiative return on investment, (ROI).

Through a QUALITIVE lens, the return may include:

Preservation/enhancement of external and internal corporate reputation
Promoted culture of employee responsibility/ownership of ones own Career Management
Promoted healthy/appropriate internal movement
Provided tools and resources to redeployed employees which enhance his/her ability to achieve an appropriate job-match(skill, competency, interest, style)

Through a QUANTITIVE lens, the return may include:

Dramatically reduces severance payments due to successful internal placement
Elimination of outplacement/transition fees as a result of successful redeployment
Reduced staffing (cost per hire) costs due to redeploying existing human resources
Diminished re-training dollars by redeploying internal talent fully versed in your culture and protocols